David Vance, an advisory board member of mine, recently spoke on a conference panel, where he made a plea to the learning community to step outside their comfort zone and overcome fear. Learning organizations are terrified of making projections for fear of being wrong. He stressed not to be afraid to come to leadership with your best estimate; the rest of the organization is already doing it.
I’ve recently seen at least five CEO polls which all basically agree that the No. 1 issue at the CEO level is concern for talent, whether they have the right bench strength and how are they going to compete with this changing workforce.
So what do these two statements have to do with big data? Everything. Today with the statistical tools we have, the amount of data that resides in your multiple systems, computing power and know-how, we can find relationships in our data to help us understand what is happening with our people and design interventions to solve very specific workforce issues.
This quote from John Feinblatt, the New York City chief policy adviser, sums it up best: “The data will tell you a story, but only if you do certain things that encourages it to speak.”